““Coaching in the Workplace:Coaching in the Workplace:Serious Developmental SkillSerious Developmental Skill

or Temporary Fad?”or Temporary Fad?”

WHAT EXACTLY IS COACHING FROM A

MANAGEMENT PERSPECTIVE?

COACHING

• A Skill which if used appropriately will get the best out of people and enable them

to be successful

BUT SURELY –

COACHING IS JUST BASICALLY TRAINING

COACHING DELIVERS WHAT TRAINING CAN

ONLY PROMISE!

COACHING IS ALSO DIFFERENT FROM COUNSELLING &

MENTORING

COACHING IS AN ESSENTIAL SKILL FOR

MANAGERS

COACHING HAS MANY BENEFITS FOR THE

EMPLOYEE, THE MANAGER & THE ORGANISATION

The Benefits of CoachingThe Benefits of Coaching

Improved performance and productivityImproved performance and productivity Decrease in sickness ratesDecrease in sickness rates Increase in Staff retention.Increase in Staff retention. Increased Staff DevelopmentIncreased Staff Development Improved Self-motivationImproved Self-motivation Improved communication, assertiveness and Improved communication, assertiveness and

initiativeinitiative Increased enthusiasm for life and workIncreased enthusiasm for life and work Improved balance between life and workImproved balance between life and work Able to cope better with changeAble to cope better with change Improved relationships at work Improved relationships at work Makes people feel valuedMakes people feel valued

MANAGERS HAVE FEW OPPORTUNITIES TO COACH – THEY ARE FAR TOO BUSY!

Copyright Allan Mackintosh 2007Copyright Allan Mackintosh 2007

Coaching Opportunities?Coaching Opportunities?

AppraisalsAppraisals Performance Review meetingsPerformance Review meetings Regular 1:1sRegular 1:1s Ad-hoc ‘open-door’ meetsAd-hoc ‘open-door’ meets Staff meetingsStaff meetings Training sessionsTraining sessions Managing StakeholdersManaging Stakeholders

COACHING IN MANAGEMENT NEEDS A

FRAMEWORK

COACHING NEEDS TWO FRAMEWORKS

1. The Performance Management framework of objective setting, performance reviews and appraisals.

2. A framework to actually coach – e.g. G.R.O.W.

COACHING NEEDS TWO FRAMEWORKS

1. The Performance Management framework of objective setting, performance reviews and appraisals.

• A solid job/role description.• C-SMART objectives• A disciplined Review of Progress • Appraisals.

COACHING NEEDS TWO FRAMEWORKS

2. A framework to actually coach – e.g. G.R.O.W.

G – The Goal or Objective you are aiming for.

R – The reality of the present situation.

O – The options available to you in order to proceed.

W – The Will and Way-Forward.

COACHING INVOLVES ACTIVE LISTENING,

APPROPRIATE QUESTIONING &

CHALLENGE

COACHING CAN BE DEMOTIVATIONAL

The Skill / Will MatrixThe Skill / Will Matrix

GuideGuide Coach / Train)Coach / Train)

DelegateDelegate

DirectDirect

ExciteExcite(Coach / Direct)(Coach / Direct)

High SkillLow Skill

High Will

Low Will

Aim of Coaching

APPROPRIATE COACHING CAN BE

VERY MOTIVATIONAL

DIAMONDMOTIVATION

CLARITY & UNDERSTANDING

EXPRESSING HOPES, FEARS, IDEAS, CONCERNS

CREATING & HAVINGCHOICES

FEELING VALUED

EVERYBODYCAN

COACH

Copyright Allan Mackintosh 2007Copyright Allan Mackintosh 2007

If you have any queries arising from this presentation or would like to receive more information on coaching in management or about the Courses available then Allan Mackintosh can be contacted as follows:

Tel: 01292 671220

Mobile: 0776 416 8989

E-mail: allan@teambuildersinternational.com

Free information and articles can be found at Allan’s websites:

www.pmcscotland.com

www.teambuildersinternational.com